4 Great Performance Improvement Plan Examples

Performance improvement plans (PIPs) are excellent tools to align employee actions with performance expectations. These plans clarify employee roles and responsibilities so that employees can address concerns and work to meet company standards.

Writing successful PIPs takes thoughtful consideration and planning. This guide will walk you through some performance plan examples to help you create or upgrade performance improvement plans for your employees.

What is a performance improvement plan?

A performance improvement plan is a document that addresses an employee's underperformance, unprofessional behavior, or potential professional development. 

The plans typically come as a result of a performance review and address improvement goals for the employee. Performance plans allow employers to clearly communicate performance issues (or leadership potential) and outline a path for correction, enhancement, and employee success.

These plans can drive improved employee actions to meet the expectations and objectives of job responsibilities. 

A well-written performance improvement plan will clarify what you expect of the employee and offer suggestions to help motivate the employee's progress toward the outlined standard. 

Finally, performance plans provide a clear timeline for when improvement should be demonstrated.

What is the purpose of a performance improvement plan?

One purpose of the performance improvement plan is to provide clear instructions for poor performance to help the employee improve. Performance plans can also help employees set stretch goals for achieving greater business objectives.

A well-designed and executed performance improvement plan will offer a variety of benefits for both the employee in question and the rest of the organization. 

Consider using SMART goals as a framework to ensure the areas of concern have measurable objectives. SMART stands for specific, measurable, attainable, relevant, and time-bound. This structure assists with goal-setting by creating clear expectations.

Let's review five key benefits of performance plans:

1. Provide a roadmap telling employees what and how to improve. When employees fail to meet company goals and expectations, the work environment can be stressful for everyone involved. Performance plans provide a clear path to success, offer resources, and make suggestions for meeting measurable goals.
2. Focus on process improvement. Build the steps of the plan based on root cause analysis of the situation, making sure the right issues are being addressed with the steps outlined.
3. Promote better company cohesion. Teams work better with strong communication, and everyone feels like the other members are pulling their weight. Performance improvement plans outline clear responsibilities for everyone and ensure every team member stays on track toward shared objectives.
4. Reduce staff turnover. When underperforming employees aren’t coached to improve, team members are forced to work harder to compensate for the lack of productivity. If employers and managers fire underperforming employees, their former team members have to work even harder to compensate for the loss until replacements are fully functioning. This can lead to frustrated employees and push them to leave, costing the company strong talent. Providing underperforming employees with a way to improve can reduce this turnover.
5. Improve communication across teams. If employees become confused about their direct responsibilities, they can easily fall short in certain areas and hurt the company's overall performance. A performance plan that outlines specific goals and responsibilities ensures everyone is on the same page.

To help you write successful performance plans, we've provided a few performance improvement plan examples based on different work scenarios. You can use these examples as templates to write your own plans.

All examples use fictional employees. Any similarities to real-life individuals are strictly coincidental.

Performance improvement plan examples

We provide four example performance improvement plans you can adapt to your situation. 

Each includes measurable goals, a clear timeline, and actionable steps tailored to specific performance issues.

You can also download PIP templates in this handy PDF, which includes one template for each of the examples: 

Download Upwork's Performance Improvement Plan Templates PDF

PIP example for low work output

Consider the situation where an employee fails to meet expectations for work output. This scenario might arise in a sales environment when a sales professional fails to meet their quota for units sold within a given month.

Employee name: Robin Anderson

Manager or supervisor name: Janet Ng

Date: 03/10/2025

Reason for the PIP: I'm writing this PIP because you have demonstrated consistently poor performance on sales calls over the past three months. With team quotas of 10 units per month, you failed to reach 50% of this benchmark in the past three months. Your sales calls have also declined 30% over this period.

Performance goals for the plan: You have three months to get your sales back on track, progressively improving each month. By April 10, 2025, we expect your units sold to reach 50% (five units). By May 10, 2025, we expect to see 70% (seven units). 

Finally, by June 10, 2025, we expect to see 90% of the expected quota (nine units). You must then remain at a minimum of 90% of the required quota for the next three months. At that time, we will reevaluate your progress to help you reach the full quota moving forward.

Specific areas of improvement and suggestions: This PIP includes a list of resources for sales strategies, as well as our in-house onboarding resources to help you refresh your skills. You will also be assigned a mentor from within the sales team. 

You will set up meetings with this mentor once per week for the first six weeks and every other week for the second six weeks. They will help you evaluate your leads, create a sales strategy for each lead, and monitor your sales calls to provide constructive feedback.

Metrics used to evaluate improvement: The final evaluation will be based on your sales output. We will also note your effort based on call volume, mentor feedback, team meeting participation, and preparation for calls and strategy sessions.

Date to reach the stated goals: I've outlined the time frame for achievement and the incremental dates in the action plan above. We expect you to reach 90% output by June 10, 2025, and maintain that standard through September 10, 2025. 

At that time, we'll meet for a follow-up plan to help you reach 100% of the team quota.

Consequences if goals are not met: Failure to meet this standard by the final review date may result in termination.

Signatures: Janet Ng (supervisor), Robin Anderson (employee)

PIP example for poor quality of work

You can also issue an employee performance improvement plan if you encounter an employee who consistently makes errors in their work, such as miscalculating customer data.

Employee name: Steven Goldman

Manager or supervisor name: Pete Schmidt

Date: 03/10/2025

Reason for the plan: You have turned in two reports in the past two months that contained obvious errors, such as misspelling client names. 

One report was also stapled in the wrong order, indicating you hadn't looked it over before submitting it to your manager. The issue was addressed with you after the first incident, but was repeated a few weeks later.

Performance expectations after the plan: Following the implementation of this PIP process, we expect to see greater attention given to accuracy, including double-checking client information, asking questions when uncertainties arise, running a spelling and grammar check, and building greater competency with error-prevention systems.

Specific actions to improve: To help you make this transition toward greater accuracy, you will need to complete the following steps.

1. Schedule time within the next two weeks to take a refresher course on writing suitable project reports and the information expected within them.
2. Schedule 30 minutes on the days when reports are due to go through your printed, final product to check for errors.
3. For the next three months, submit your work to Samantha Park for review at the end of each project. If you haven't made errors within that period, you will then transition to having your work checked once every two to three submissions for the foreseeable future.

Metrics used to measure improvement: We'll monitor your progress by checking for errors and tracking mistakes found. We'll track errors based on severity and impact.

Next review dates: We will review this plan and your success three months from today, June 10, 2025.

Consequences if the goal is or is not achieved: If serious errors are found within this evaluation period or one year following the conclusion of this plan, you may be demoted or terminated.

Signature of manager and employee: Peter Schmidt (supervisor), Steven Goldman (employee)

PIP example for unprofessional work behavior

Another situation that might arise in the work environment is an employee who regularly shows behavioral issues in the workplace, which can quickly cause problems within teams and be disruptive to company culture.

Employee name: Michael Rudy

Manager or supervisor name: Camila Santos

Date: 03/10/2025

Reason for the plan: Over the past month, you have arrived at least 10 minutes late for over 30% of all shifts. 

This has disrupted shift changes, forcing the nurse on the previous shift to cover your responsibilities until you check in. This disrupts patient care and the overall coherence of the nursing team.

End goal of the plan: With this plan, you'll learn how to adjust your schedule and improve your time management so that you're here on time for over 95% of all work days. You'll improve your engagement with your team and respectfully interact with your fellow nurses and patients.

Specific actions to improve: You will check in with your supervisor as you arrive each morning so they can officially note your arrival time. You need to be at your supervisor's desk by 8 a.m. sharp. 

The nurse with the shift prior to yours will be able to clock out precisely at the end of their shift.

Metrics used to measure improvement: We'll track how often you show up on time over the next month. We will also examine how often other nurses have to cover your patients.

Next review dates: We will review the results of this performance one month from today, on April 10, 2025.

Consequences if the goal is or is not achieved: If you fail to arrive on time regularly for 95% of all workdays, you'll receive an official reprimand through human resources. Official reprimands can lead to demotion and a lack of leadership prospects. Multiple reprimands can lead to termination.

Signature of manager and employee: Camila Santos (supervisor), Michael Rudy (employee)

PIP example for someone who is meeting expectations

Employers may also want to create a performance plan for a high-performing employee who demonstrates the capacity for leadership or excellence. The performance plan can help the employee identify goals and actions to achieve greater career success.

Employee name: Tamira Edwards

Supervisor name: Pete Schmidt

Date: March 10, 2025

Reason for the plan: You show skill in your position and have demonstrated competency in website building. We believe you have greater potential for project management and leadership in client website design and want to lay out a plan for further development.

Performance expectations: By implementing these strategic steps, you can stretch your professional capabilities and prepare for leadership roles.

Specific actions to improve: We recommend you set the following goals:

• Present your group's progress to the entire team at least twice within the next three weekly meetings.
• Choose a mentor to help you develop your leadership style and communication skills.
• By the end of the month, work with your mentor to draft ideas for a new client's website design.

Metrics used to measure improvement: We'll talk with your team and supervisors to assess the quality of your presentations in team meetings. 

We'll also meet with your mentor to get feedback on the professionalism of your meetings, noticeable improvements in leadership and communication, and the quality of your design ideas. 

Finally, we'll review client feedback on your website design and consider what initiatives you took in the process.

Next review dates: We'll review your progress in two months, on or around May 10, 2025.

Signature of manager and employee: Pete Schmidt (supervisor), Tamira Edwards (employee)

Find the best talent for your team on Upwork

When building a strong team, you want to find employees and contractors who will deliver the talent and performance you need. 

Freelancers on Upwork have built their careers around specific skill sets and can put that experience and insight to work for you. 

Strengthen your team with expert guidance on performance management. Find top HR consultants on Upwork who can help you create effective PIPs and support employee development.

Performance improvement plan FAQs

When examining performance management plans, certain questions frequently arise. We’ll answer some of the most common questions to get you started on effective PIPs.

When should a performance plan be issued?

A performance improvement plan can be helpful in a variety of situations. Any time an employee fails to meet performance standards, a performance plan can help you provide clear direction for improvement and accountability. 

It can also help align employee and business standards and develop employees who exhibit leadership qualities or possess exceptional skills.

Are performance plans a disciplinary action?

While PIPs are often viewed as a form of negative feedback, they are intended to prevent the need for actual disciplinary action. 

Rather than immediately punishing employees for professional shortcomings, performance improvement plans provide constructive feedback and a clear path for employee development.

Performance improvement plans should help the subject of the PIP improve their work performance and better understand their objectives. 

They should provide a roadmap for success rather than a path toward termination. Employees who adhere to a well-designed performance plan can avoid disciplinary action and grow in their positions.

Do employee performance plans lead to long-term change?

The growth and development outlined in a successful employee performance improvement plan should last far beyond its final review. To write a successful plan, focus on the clarity of communication. 

The employee should clearly understand which actions led to the performance plan, the expectations for future work output, the long-term goals of the plan, the metrics used to measure success, and the actions they need to take to meet expectations.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                               

As you build your plan, make sure the employee understands your standards and their responsibilities moving forward. They should have actionable steps they can take, a list of resources to help them fulfill those steps, clear consequences for failing to meet plan goals, and clear rewards for achieving success. 

Actionable steps should be realistic and can include additional training or resources, mentorship, or any training that can address specific performance issues.

When should I bring in an HR consultant or leadership coach?

Writing and delivering performance improvement plans takes more than documentation; it requires clarity, legal awareness, and strong communication. 

That's why many managers partner with freelance HR consultants or leadership coaches to help build better plans and outcomes.

These experts can support your team by:

• Drafting or reviewing your plan. Freelance HR professionals can help ensure your PIP meets legal and organizational standards while staying constructive and actionable.
• Coaching through tough conversations. Experienced coaches can guide you on how to deliver feedback clearly and respectfully — even in challenging performance scenarios.
• Designing support systems. Consultants often help set up training, mentorship, or regular check-ins to help employees stay accountable and supported throughout the PIP process.

You can find freelance HR consultants on Upwork with experience in performance management, conflict resolution, and HR compliance, making it easier to turn underperformance into progress.